Employee Engagement - Is it a corporate fallacy?

Before you write this idea or statement off, ask yourself these questions and see how you fare against them?

Do you really care about the engagement of your people?

Do you really care about their well-being?

Do you really care about helping them build their lives?

Do you really know what motivates them and what they want?

Are you measured by your level of people engagement?

We speak to small business owners and large companies all over the world and we discover regularly that they care about their people – as in they tell us they do. Yet the last time someone had a review was in many cases last quarter and more regularly last year.

Can you imagine sitting down with your boss and talking about a performance review or bonus when neither of you have sat down often enough to make a fair assessment? Moreover, the boss then writes feedback up they have probably not even really told you properly. The number one subject that comes up from our clients’ time and time again, teach our teams to have brave and courageous conversations.

Given that Millennials want different things, here are some suggestions that could help: 1st stop doing the following -

ANNUAL REVIEWS

QUATERLY REVIEWS

MONTHLY REVIEWS

It’s time for a new way of leading and coaching, it’s time for a revolution in how we treat and inspire our people. All the surveys and intelligence tell us, do it regularly.

Instead of doing a bad job or rushed job, make it smaller and make it easier by doing these three things to fix it…

Do regular reviews [weekly]

Make them concise, no more than 14 minutes

Make them consistent

Make them 2-way

Meaning, give a piece of feedback

AND so does the staff member

Teach them that it is okay if they have beef with you that they can say and talk about it